Why You Need to Give Candidate Interview Feedback

Why You Need to Give Candidate Interview Feedback

At some point, every employee goes through the hiring process. From entry-level workers to executives, most candidates submit applications and, if they make it to this step, should receive candidate interview feedback.

Providing candidate interview feedback can seem painful, regardless of whether or not you are hiring the person. As the interviewer, you’re criticizing someone’s performance. What if the candidate becomes defensive? It’s tempting to only offer candidate interview feedback if you’re asked for it. Don’t take the easy route here. Candidate interview feedback can benefit you as well as the prospective new hire.

How Candidate Interview Feedback Helps You

Practice Makes Perfect

The ability to deliver constructive criticism is an essential leadership skill. Even if you’ve read the best HR books out there, there’s no substitute for practice. Delivering feedback to an interview candidate is the perfect way to hone your technique, particularly if you aren’t going to hire the person anyway.

Determine What You Want

Giving feedback to your interview candidates allows you to critically analyze exactly what you’re looking for in this new hire. This is especially important for higher-level candidates, who will have a significant impact on your company. As you assess what you did or did not like about a candidate, you can change your hiring strategy accordingly. Learn more about what you don’t want, and you’ll be better able to articulate what you are looking for.

Establish a Relationship

Offering candidate interview feedback sets the stage for a future relationship with an applicant. You want this person to feel eager to re-apply in the future, or for a different position. Maybe this person has someone in his or her network who is thinking about applying. Candidates should leave feeling good about your company – even if they aren’t offered a job. The best way to do that is by taking a vested interest in their careers.

When 51% of job applicants share their interview experiences on social media, you want to make sure that experience is a positive one. More than half (61%) of applicants search for company reviews, and what they see affects whether or not they apply.

How can you make sure you’re providing a good experience as fodder for those positive reviews? Offer candidate interview feedback. One study found that 66% of applicants who didn’t hear back from a company felt negatively towards that company. Over half were unlikely to apply for another job there as a result. Giving candidate interview feedback can seriously impact your company brand – and the people who choose to apply to future job listings.

It’s never easy to tell candidates that they didn’t get the job. But offering candidate interview feedback makes it less painful, since they aren’t left wondering what they did wrong. It’s a win-win for you and your applicants.

My Personal Journey to ApplicantStack

My Personal Journey to ApplicantStack

How did I get here and what was my journey to ApplicantStack?

6 min read

Journey to ApplicantStack

When I began my job at my last position at a help desk company, one item I was tasked with was researching a better way to recruit new employees.

I was surprised that a technology company’s recruitment process comprised manually posting jobs on sites such as CareerBuilder, Indeed, local job boards, and some colleges.

The instructions to apply consisted of an email address that “organized” the resumes into Outlook folders based on the job they were applying to. Then we spent time weeding through, in some cases, hundreds of resumes to find candidates that were worth pursuing.

The candidates that weren’t a fit were never sent a “Thank you for applying email” because frankly, that was just too much work. This resulted in more emails, calls, and the occasional pop-in-the-office to find out their status.

“Worthwhile” resumes would then need to be printed and another sheet would be stapled to the resume that included fields to be filled out. “Date Resume Received”, Date Email Sent, Phone Screen Date & Time, etc..

The candidate would then be contacted along with a list of dates & times for a phone screen.

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And that’s when the real chaos began…

Human Resources Valuable Time

Endless emails back and forth trying to set up dates and times. Once a time slot was taken, I would need to turn down appointments letting them know that the week’s slots were taken with a new list for the following week.

The phone screens consisted of a series of questions and answers that would need to be manually typed.

Most of the time I needed to disclaim that I can’t type as fast as they would talk so there would be some silence during the call as I caught up.

If the candidate did not pass the phone screen, they were emailed letting them know we appreciated their time, but we were pursuing another candidate.

The candidates that passed the phone screen round were emailed with technical test session id’s and/or personality assessments. If they passed, they were sent another email with yet again a list of dates and times for their first in-person team interview.

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The coordination required for gathering available times across multiple candidates was painful, to say the least.  

Prior to the candidate’s in-person interview, their resume, the phone screen interview sheet, the results of their technical and personality assessments, and a sheet of paper with all the interview dates and times were all bundled into a paper file and labeled with the candidate’s name.

The candidate would arrive in the office and be brought to an available conference room where they needed to complete a hand-written application for employment, which would be added to the folder.

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Don’t Let Qualified Candidates Slip Through the Cracks

Fast forward the second round of in-person interviews, the offer was finally presented to the candidate. Sometimes the amount of time that passed from when the candidate applied to when an offer was extended could be upwards of two months.

By that time most candidates lost interest or took another job at another company.

Who could blame them! 

Yes, we tried to be more organized and create excel spreadsheets to track some of this information. We also ran reports letting our CEO know how many candidates were received and all the stages of the interview process they completed.

But this was extremely time consuming and redundant.

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Hence my question: “why use an applicant tracking system?”

It was clear that the answer was I needed help and so began my quest for an applicant tracking system (ATS).

I evaluated several products based on pricing and ease of use.

One product offered a potentially cost-effective onetime setup fee, but we would need to map out our entire process up front.

If that process ever changed, we would need to re-setup the entire product and pay the setup fee again!

Since we were a relatively small company with high turnover and a need to constantly evolve our recruiting process, that option just wasn’t going to work for us in the long run.

After hearing about ApplicantStack from several other companies, I decided to take a chance and test it out.

After all, they were offering a free trial, and if I didn’t feel it met my organization’s needs, I could take my data back and continue with my ATS evaluation.

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I decided to test it out with our most hard to fill, immediate need job on a Friday.

It was very easy to create a new job and ApplicantStack offered multiple resources to me for assistance if needed.

I was also able to create custom workflows to match our current process. I posted the job on Friday and it was instantly available on my public job board and within several hours the job was posted to CareerBuilder, Indeed, LinkedIn, and other job boards.

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By Monday morning, I received over 50 new applicants who all received an automatic email letting them know that if they were a match for the position they would be contacted.

This immediately cut down on those emails and calls about whether we received their resume.

Going through the resumes was also quicker, but at that time I didn’t have any screener questions set up.

Once I added basic screener questions with scoring the initial review process became much more efficient.

I could easily knock out candidates who didn’t meet the basic criteria for the job.

At that time the candidate scheduling feature now offered by ApplicantStack wasn’t available, and I can only imagine how much more time it would have saved by allowing the candidates to select available phone interview times on my calendar!

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Data Driven Recruiting

What was also extremely helpful was that I no longer needed to create reports in Excel.

I was able to use the pre-built standard reports found in ApplicantStack to show me information such as sources of applicants so I could easily see where my candidates were coming from.

This helped me focus my recruiting budget on the best sources.

The analytics for my CEO was also a time saver since it provided all the information he was looking for.

We were also able to determine our bottlenecks in the recruiting process and adjustments needed at no additional cost.

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By this point, it was clear that ApplicantStack was the right choice for our company and we decided to start by paying for it month-to-month.

Eventually, we were so pleased with the results and ease of use that we switched to an annual plan.

 

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You might be asking yourself, “So Jennifer, how did you wind up working for ApplicantStack?”

My passion for helping companies find the best solutions to make their jobs easier and more efficient set me on a path that eventually brought me to ApplicantStack where my background in recruiting, human resources, and technology have allowed me to provide direct input into making ApplicantStack the award-winning product it is today.

We listen to our customers’ feedback and continue to evolve in the ever-changing human resources world.

The way I see it, every day we are improving the lives of thousands of recruiters and human resource professionals by helping them to be more efficient and to hire the best candidates.

 

 

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

ApplicantStack achieves Multiple Awards in G2 Crowd’s Recent Reports

2 min readApplicantStack recognized in Applicant Tracking System (ATS) based on user reviews

At ApplicantStack our best indication of success is the happiness of our customers. Today, we are excited to announce that we have been featured in multiple G2 Crowd reports including:

We achieved these rankings by receiving higher scores from verified users compared to similar products in each category.

“Securing a spot on G2 Crowd’s reports is a noteworthy accomplishment,” said Marty Duffy, vice president of research, G2 Crowd. “Rankings on these reports are a result of high product scores and happy customers; so ApplicantStack should be proud.”

“We are honored and very excited to be recognized by our customers for both – Applicant Tracking and Employee Onboarding Systems.” Said Nathan Shackles, founder, and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

Reviews from Our Customers

 We’re happy for the recognition but even happier to hear what our customers had to say:

“Applicant Stack is so helpful.”

“It is a great system to track applicants for all our open positions. We are a large program and often have multiple opening at a time.”

 

“ApplicantStack is the best way for tracking applicants, jobs, potential client statuses, etc.”

“You have the flexibility to adjust ApplicantStack to work the way you need as well as their customer support to assist with any problems which are few and far between.”

 

“ApplicantStack is super intuitive and easy to use.”

“They’ve made some great upgrades lately that have really enhanced the user interface and look of the product!”

 

“Cost affordable. Easy to use.”

“Job boards partnered with AS. Quick & helpful support from the Customer Service team.”

 

G2 Crowd is the world’s leading business software and services review platform, leveraging it’s 388,000+ user reviews to help its more than one million buyers each month make smarter purchasing decisions. Products included in the [Report] have received both a minimum of 10 reviews and 5 responses from real users for each of the [Report]-related questions featured in our review form by January 10, 2018.

This is a significant recognition because this rating came entirely from our customers. This recognition by our customers is incredible, and something we’re extremely proud of and thankful for.

To the customers that have reviewed us on G2 Crowd, thank you! We appreciate your feedback and will continue striving to exceed your expectations.

ApplicantStack named as ATS Leader

ApplicantStack named as ATS Leader

ATS LeaderPress Release: Software Advice Names ApplicantStack as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Software

Cary, NC February 6, 2018—ApplicantStack announced today it has placed as a Leader on the FrontRunners quadrant for ATS – Applicant Tracking Software.

“We are honored and very excited to be listed as a Leader in FrontRunners Quadrant for ATS – Applicant Tracking Systems.” Said Nathan Shackles, founder and CEO of ApplicantStack.  “We continue to strive to deliver the best product and support to our customers.”

FrontRunners is published on Software Advice, a trusted resource for software buyers. FrontRunners evaluates verified product data and end user reviews from softwareadvice.com, capterra.com and getapp.com, positioning the top scoring products based on capability and value for small businesses. The FrontRunners quadrant for ATS – Applicant Tracking Software is available at https://www.softwareadvice.com/hr/applicant-tracking-software-comparison/#top-products.

About ApplicantStack

ApplicantStack: the affordable, easy-to-use, full-featured recruiting and onboarding system trusted by 2,500+ companies since 2009 to automate and streamline their recruiting and onboarding process.

We spent our careers in human resources, bogged down with paperwork and craving more time and resources. Our goal is to provide organizations the tool we always wish we had. We created ApplicantStack, a simple, gets-the-job-done software that has everything you need and nothing you don’t. It’s not another thing to manage, but the tool that helps you manage your day. Visit us at Free Trial for more information and to start a Free, no obligation trial.

DISCLAIMER: The content for the FrontRunners quadrant is derived from actual end-user reviews and ratings as well as vendor-supplied and publicly available product and company information that gets applied against a documented methodology; the results neither represent the views of, nor constitute an endorsement by, Gartner or any of its affiliates.

Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Can a Small to Mid Size Company Like Yours Afford an Applicant Tracking System? Selling an ATS to Management

Selling an ATS to Management

Does your desk or office look like the photo above?

Are the resumes you’ve received waiting for your attention or have you already reviewed and separated them with sticky notes by name, date received, or function?

Selling an ATS to Management

How to organize resumes your company receives is an on-going dilemma for us recruiters.

If you have them alphabetized by name, you have no idea how old they are or what kind of background they have.

If you organize them by date received, you have to sift through all of them to find the applicants with the right credentials.

Maybe you have the stacks labeled unqualified, potential or top prospectsor hold, call or sign off?

Probably the best solution is to list each and every applicant on an Excel spreadsheet before you file them away.

No matter how you try to organize them, manual resume files are just not efficient.

I remember it used to make me feel better if they were filed in a cabinet, so at least I didn’t have to visually look at the stacks every day and everyone, including my boss, had the impression that I was really organized!

That’s where an Applicant Tracking System (ATS) can work for you.

But is Selling an ATS to Management the right strategy for you?

Then one day, I read an article on SHRM’s website about online applicant tracking systems.

Could it be?

Has someone really come up with an efficient way to track all the resumes I receive?

I was the Recruiting Manager with a small company and I remember thinking the software must be expensive because it actually automates the hiring process from end to end – from how candidates view openings, submit resumes and complete online applications to scheduling interviews and securely storing resumes.

After contacting a couple of applicant tracking system vendors to inquire about price and implementation, I realized maybe I could put a business case together selling an ATS to management.

At this point, I had nothing to lose!

I outlined all of the benefits and return on investment (with a little help from our financial guy), compared it to our current manual process and presented it to our CEO and my Manager.

The rest is history!

I couldn’t believe the positive “it’s a no-brainer” response I received and immediately signed up!

Conclusion

If you’re having the same “our company can’t afford it” thoughts that I did, you might be very surprised to learn that your company can’t afford not to have one. The HR Managers of small to mid-size companies I talk to know how valuable an applicant tracking tool is but continue to have reservations about how they can persuade the decision makers in their company. So, I’ve put together 5 easy steps on how to sell the idea.

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Step 1:

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Map out each step of your current recruiting process and put an approximate time each takes and an approximate cost. Include things like, approving new jobs, posting new jobs, receiving and reviewing applicants, pre-screening and interviewing applicants and making offers.

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Step 2:

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Make a list of the negatives and positives of your current recruiting process. The negatives will certainly outweigh the positives.

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Step 3:

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Estimate the loss of revenue to the company for the average time your jobs go unfilled. (CEO really gets this one!)

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Step 4:

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Compare items 1, 2 and 3 with the time and approximate cost when these same steps in your recruiting process are automated.

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Step 5:

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Finally, summarize your business case with an exhaustive list of the benefits. I’ve included many benefits below:

Top 15 Benefits of an Applicant Tracking system:

  1. Allows candidates to quickly and easily apply to your organization
  2. Can facilitate high-volume recruiting while remaining cost-effective
  3. A highly configurable, scalable solution that can be configured to your unique hiring management process and capable of  accommodating your evolving needs as your organization grows or the processes change
  4. Improved reporting capabilities: many organizations are challenged with determining their total spends on vendors, sourcing, and comparing metrics. Coordinating through a single source will allow for accurate centralized reporting
  5. Allows recruiters to quickly search the database for all information, and by specific parameters
  6. Includes a Reporting Center that enables users to run ad-hoc reports and save criteria for future use, as well as run industry standard reports, including cost-per-hire, time-to-fill, source effectiveness, and more
  7. Build Brand Identity and Awareness. A strong brand can generate trust that will drive applicant traffic and enhance your talent pool
  8. Allows recruiters to easily post career information to the company website
  9. EEO/AAP Compliant – Capable of capturing, tracking, and reporting voluntary EEO data, while remaining in compliance with the guidelines set forth by the EEO/OFCCP
  10. Capable of pre-screening candidates with elimination questions in order to indicate those who meet basic qualifications for the position
  11. Improved communications with applicants and hiring managers
  12. Establishes an environment that effectively informs, will unify all the users and streamline the organization’s operations
  13. Includes a Communication Center to facilitate communication among recruiters, hiring managers, and candidates. Also allows users to schedule appointments, leave notes and interview feedback, to send mass messages, and auto-respond to applicants upon receipt of resume
  14. Readily available support team, dedicated to managing company and user issues while employing industry best practices
  15. Technical support available at no charge to your company

Finally, if all else fails, give your management a list of your competitors who are using an applicant tracking system—that should get their attention!

Try ApplicantStack for free for 15 days! Click here!